Measuring the Training Effectiveness Among Employees

Abstract

Training is an important factor of employee in all firm’s business strategy, Training is effective only if it produces desired outcome. When the organization is implementing attaining programme, there should be an ideal forum on which the evaluation scheme can be build and assessment of effectiveness of training and development activities can be done.
This paper shows that training ofemployeesis effective. Training effectiveness is measured with respect to key dimensions such as career development, earnings, adoption of new skills, flexibility or job security. Older employees also pursue less ambitious goals with their training participation. Training effectiveness among employees and managers is constantly looking for more cost-effective ways to deliver training to their employees. In addition, many expenses – booking training facilities, travel costs for employees or trainers, plus employee time away from the job.
Training is a critical component in any organization's strategy, but organizations don't always evaluate the business impact of a training program. Given the large expenditures for training in many organizations, it is important to develop business intelligence tools that will help companies improve the measurement of training effectiveness. These tools need to provide a methodology to measure, evaluate, and continuously improve training, as well as the organizational and
technical infrastructure (systems) to implement the methodology. Cross-functional and reporting and learning analytics provide important connections between the measures of learning effectiveness offered by a learning management system (LMS) and the larger enterprise metrics that indicate whether learning is transferred and positively affects business results